Los asistentes de vuelo de American Airlines acaban de hacer una revelación escalofriante, y básicamente nadie está contento

Conseguir un trabajo como auxiliar de vuelo en American Airlines siempre ha sido difícil.

Ahora es cada vez más difícil de mantener.

Al menos, esa es la gran conclusión, según un informe del sindicato que representa a los asistentes de vuelo de American Airlines, que dice que American Airlines ahora se está moviendo para despedir asistentes de vuelo tres veces más rápido que hace uno o dos años.

Para ser claros, estos supuestos aumentos se relacionan con supuestas violaciones de una variedad de infracciones disciplinarias, y el sindicato de asistentes de vuelo de American Airlines dice que ha sido “inundado” con llamadas de asistentes de vuelo que enfrentan una posible terminación.

El aumento salió a la luz durante una reunión del comité ejecutivo del sindicato de asistentes de vuelo, según el sitio de noticias de aviación. Rema tu propia canoa:

A pesar de la escasez de personal publicitada en toda la industria de las aerolíneas, American Airlines no ha ocultado que los gerentes se esfuerzan por hacer cumplir estrictamente una variedad de reglas y políticas que pueden haberse pasado por alto anteriormente.

Sin embargo, al sindicato de auxiliares de vuelo le preocupa que se esté persuadiendo a algunos de sus miembros para que renuncien sin reuniones ni intentos de “conciliación”. El sindicato también teme que ahora se espera que los asistentes de vuelo supervisen hasta 1,000 miembros de la tripulación a la vez.

Me comuniqué con American Airlines y el sindicato que representa a los asistentes de vuelo de American Airlines para hacer comentarios, pero no he tenido noticias de ninguno de los dos.

Sin embargo, como informé recientemente, la relación entre American Airlines y sus auxiliares de vuelo ha sido tensa. Ciertamente, las negociaciones contractuales en curso tienen algo que ver con eso.

Recientemente, hemos escuchado informes sobre el despido de un número significativo de auxiliares de vuelo de American Airlines. no están cerca de sus bases asignadas mientras está en reserva.

Y surgieron informes de que American Airlines estaba tomando medidas enérgicas contra los asistentes de vuelo experimentados que supuestamente ofertaban en vuelos preferidos en los que no tenían intención de trabajar, y luego vendía el derecho a trabajar en esos viajes a asistentes de vuelo más jóvenes.

No sé si algún asistente de vuelo fue despedido por esto, pero American Airlines dijo en ese momento: “En pocas palabras, si se demuestra que está abusando de nuestros sistemas, las consecuencias probablemente serían el final de su carrera”.

Bueno, no me gusta la idea de que la gente pierda su trabajo, y eso realmente parece una historia en la que nadie está realmente feliz. Pero nada sucede en el vacío. Y como Gary Leff del sitio de la aerolínea vista desde el ala Ponlo:

Es posible que al sindicato de sobrecargos de American Airlines no le guste el aumento de los despidos. Y las razones en casos individuales pueden ser discutibles…

Pero en cualquier empresa con más de 10 000 empleados en un puesto, habrá algunas personas que no encajen bien y se les debería pedir que se vayan.

Creo que esta es la gran comida para llevar aquí. He escrito mucho sobre la importancia de desarrollar y fomentar la cultura en las grandes organizaciones.

Es una sabiduría empresarial que escuchamos una y otra vez, hasta el punto de convertirse en un cliché, pero como muchos clichés, también es cierto: si quiere ser un gran líder, lo más importante es construir una gran cultura.

A veces lo hacemos de manera positiva: estableci endo estándares, creando incentivos, predicando con el ejemplo.

Pero a veces también nos vemos obligados a hacerlo de maneras más negativas, por ejemplo, encontrando el pequeño porcentaje de miembros del equipo cuyas acciones indican que realmente no creen en la cultura y buscando formas de eliminarlos.

O como lo expresó eufemísticamente un exjefe mío cuando hablamos de despedir a los empleados de bajo rendimiento: darles la oportunidad de hacerlo mejor en otra empresa.

El proceso puede ser difícil, complicado e incómodo. Pero es importante; No solo eliminan a las personas que no encajan; También dejan en claro a todos los demás lo que es aceptable y lo que no lo es.

Permítanme ser claro: no conozco ningún caso específico en el que los asistentes de vuelo hayan perdido sus trabajos en American Airlines. Todos pueden tener quejas válidas.

Pero los detalles no son realmente importantes para nuestros propósitos; Con toda honestidad, cuando escribo sobre aerolíneas, principalmente busco lecciones que los líderes empresariales puedan aprender para otras industrias.

Mientras escribo en mi libro electrónico gratuito, Vuelo en clase ejecutiva: 12 reglas para ejecutivos de aerolíneas de EE. UU.esta es una de las pocas industrias de productos básicos que cotizan en bolsa donde una legión de analistas, inversionistas y periodistas analizan cada desarrollo individual.

Es como un desfile continuo de estudios de casos de escuelas de negocios, cada uno de los cuales enseña una valiosa lección diferente.

¿La lección de hoy? La cultura es lo más importante. Y a veces las malas noticias envían un mensaje muy necesario.

Las opiniones expresadas aquí por los columnistas de Heaven32 son propias y no de Heaven32.

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The flight attendant union, however, is concerned that some of its members are being moved to termination without meetings or \"attempts to mitigate.\" The union is also concerned that flight attendant managers are now expected to supervise as many as 1,000 crew members each.

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I asked both American Airlines and the union representing American Airlines flight attendants for comment, but haven't heard back from either.

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Still, as I've reported recently, the relationship between American Airlines and its flight attendants has been fraught. Certainly, ongoing contract negotiations have something to do with that.

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Recently, we've heard reports of a significant number of American Airlines flight attendants being fired for not being near their assigned bases while on reserve. 

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And, reports surfaced that American Airlines was cracking down on senior flight attendants who would allegedly bid for preferred trips that they had no intention of working, and then sell the right to work those trips to more junior flight attendants.

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I don't know if any flight attendants were actually fired for this, but American Airlines said at the time: \"Simply put, if it's proven you're abusing our systems, the consequences would most likely be career-ending.\"

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Now, I certainly don't like the idea of people losing their jobs -- and truly, this seems like a story in which nobody is really happy. But, nothing happens in a vacuum. And as Gary Leff of the airline site View From the Wing put it:

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The American Airlines flight attendants union may not like the increased number of terminations. And the reasons in any given case may be disputable ...

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But in any company with over 10,000 people serving in a role, there are going to be some people who aren't good fits and should be asked to leave.

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I think that's the big takeaway here. I've written a lot about the importance of developing and maintaining culture in big organizations. 

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It's a business truism that we hear over and over, to the point of cliche -- but like a lot of cliches, it's also true: If you want to be a great leader, building a great culture matters most.

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Sometimes, we do that in positive ways: Setting standards, creating incentives, leading by example.

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But sometimes, we're also forced to do that in more negative ways, for example by finding the small percentage of team members whose actions suggest they aren't really buying into the culture, and looking for ways to remove them.

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Or, as a former boss of mine used to put it euphemistically when we discussed firing poor performers: Give them the opportunity to find a better fit at another company.

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The process can be difficult, and messy, and unpleasant. But it's important; you're not only removing people who aren't fitting in; you're also making clear to everyone else what's acceptable and what isn't.

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I want to be clear: I don't know any of the specific cases of flight attendants losing their jobs at American Airlines. They may all have legitimate grievances. 

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But, the specifics don't really matter for our purposes; frankly, when I write about airlines, I'm mostly looking for the lessons business leaders can take to other industries.

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As I write in my free ebook, Flying Business Class: 12 Rules for Leaders From the U.S. Airlines, this is one of the few publicly traded commodity industries in which every single development is dissected by a legion of analysts, investors and journalists.

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It's like a nonstop parade of business school case studies, each teaching another valuable lesson.

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Today's lessons? Culture matters most. And sometimes, bad news sends a much-needed message.

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